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Florida Health Insurance Continuation (COBRA): What you need to know

The provisions of the Florida Health Insurance Coverage Continuation Act (FL Stat. Sec. 627.6692) parallel the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) but apply only to employers with fewer than 20 employees who are not covered by federal requirements. The continuation requirements under Florida law are similar to the federal requirements: 18 months for employees and dependents upon termination of employment or reduction in hours, but only 18 (as opposed to 36) months for spouses and dependents upon divorce, death of the employee, a child ceasing to be a dependent, or the employee becoming entitled to Medicare. Continuation may be extended for an additional 11 months at an increased premium if the individual is disabled at the time of the event initially triggering continuation rights.

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Florida's continuation requirements apply to insured small employer health benefit plans that are not covered by federal COBRA. To be considered a small employer under Florida’s continuation coverage law, an organization must employ fewer than 20 employees.

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues.
This report includes practical advice on topics such as:

FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements